Performance measurement techniques
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This document outlines different aspects of performance appraisal systems including definitions, importance, processes, methods, barriers, and limitations. It discusses the purposes of performance appraisal including development, feedback, administrative decisions around salary, promotion, retention and termination. Common methods described are ranking, paired comparison, forced distribution, graphic rating scales, MBO, BARS, assessment centers, and 360-degree/multi-rater feedback. Barriers mentioned include personal bias, lack of uniform standards, and stress on the individual rather than performance.
Performance measurement techniques
- 1. Company LOGO Prof. Preeti Bhaskar Symbiosis Centre for Management Studies, NOIDA
- 2. Company LOGO • Meaning and definition • Importance • Performance Appraisal Process • Methods of performance Appraisal • Barriers in performance appraisal Chapter Outline
- 3. General Goals Specific Goals Developmental Use Individual needs Performance feedback Transfers and Placements Strengths and Development needs Administrative Decisions / Uses Salary Promotion Retention / Termination Recognition Lay offs Poor Performers identification Organizational Maintenance HR Planning Training Needs Organizational Goal achievements Goal Identification HR Systems Evaluation Reinforcement of organizational needs Documentation Validation Research For HR Decisions Legal Requirements
- 4. Performance is an objective assessment of an individual’s performance against well defined benchmarks.
- 5. In your company … • WHY is performance measured? (use) • WHAT is measured? (criteria) • HOW is it measured? (performance appraisal formats) • WHO measures performance? (sources of information) • WHEN is it measured? (timing) What’s in your performance evaluation system?
- 6. Performance Appraisal According to Edwin Flippo, "Performance Appraisal is the systematic, periodic and impartial rating of an employee's excellence, in matters pertaining to his present job and his potential for a better job.“ According to Dale Beach, "Performance Appraisal is the systematic evaluation of the individual with regards to his or her performance on the job and his potential for development."
- 7. Enhances motivation & productivity Assists in validation studies Detects problems Helps evaluate change efforts Provides basis for making decisions Differentiates employees in job-related areas Helps ensure legal compliance Why Is Performance Measured?
- 8. What Is Measured? Criteria Dimensions against which performance is evaluated Job analysis is important! Trait-based criteria Behavioral Criteria Results Criteria Multiple Criteria Assigning weights
- 9. Who Measures Performance? “Gadgets” – Electronic Supervisors Yourself Peers Subordinates (Upward) Customers Multiple (360)
- 10. When Is Performance Measured? Base timing on organization’s strategy Typical times include: Focal-point (everyone at same time) Anniversary How frequently?
- 11. Purpose / Uses Identify employees who are eligible for salary increase. Generate data to take personnel decisions such as promotion, transfer and lay-off or termination decision. Determine the training and development needs of the employees. Validate the selection process. To measure whether standards laid down has been achieved by the employees or not. Estimate the future requirement of work force. Helps to recognize potential of promising employees. Performance appraisal also helps in motivating employees by providing feed back about their level of performance. 11
- 12. Methods of Performance Appraisal (1) Ranking Method (2) Paired Comparison Method (3) Forced Distribution (4) Forced Choice Method (5) Check List Method (6) Critical Incident Method (7) Graphic Rating Scale (8) Essay Method (9) Field Review Method (10) Confidential Report (11) Person-to-Person Method Traditional method (1) MBO (2) BARS (3) Assessment Centers (4) 360o Appraisal (5) 720o Appraisal (5) Cost Accounting Method Modern method
- 13. Paired Comparison Method : Example. If the following five students Ashok (A), Bina (B), Chitra (C), Dinesh (D), Eille (E) have to be evaluated for the best student award, the total number of comparison would be = 10 A with B A with C B with C A with D B with D C with D A with E B with E C with E D with E The number of times a student gets a better score, would be the basis for selecting the Best Student. This method is not appropriate if a large number of students are required to be evaluated.
- 15. (c) Forced Distribution Method : This technique was contributed by Joseph Tiffin. The method operates under the assumption that an employee's performance can be plotted in a bell-shaped curve. Here 10% of the employees are given excellent grade, 20% are given good grade, 40% are given the average grade, next 20% are given the below average grade and last 10% are given unsatisfactory grade.
- 16. (d) Forced Choice Method : This method was contributed by J.P. Guilford. Here, an evaluator rates an employee on the basis of a group of statements. These statements are a combination of positive and negative statements and are arranged in blocks of two or more. The rater is required to identify the most or least descriptive statement pertaining to an employee. For example : (1) Provides clear guidance to employees. (2) Can be depended to complete the assignment on hand. (3) Is reliable and trustworthy. (4) Is partial to some employees
- 17. (e) Check-list Method : The main purpose of this method is to reduce the evaluator's burden of rating the employee. In this method a dichotomous questionnaire (A question with two answer choices namely `Yes' or `No') is used. A rater is required to put a tick mark against the respective column. This questionnaire is prepared and scored by the HR department. The main disadvantage of this method is the rater is not given the flexibility to add or delete the statements. A typical check list is given below : Table 3 : Check list for Students (1) Is the student regular (2) Is he/she disciplined (3) Does he/she complete the assignment on time (4) Does he/she participate in extra-curricular activities `Yes' or `No' `Yes' or `No') `Yes' or `No') `Yes' or `No') `Yes' or `No' `Yes' or `No' `Yes' or `No'
- 18. Graphic or Linear Rating Scale : (i) Employee Characteristics (includes factors such as initiative, leadership, dependability, attitude, loyalty, creative ability, analytical ability etc.) (ii) Employee Contribution (includes factors such as Quantity and Quality of work, Specific goals achieved, regularity, attitude and approach towards supervisors and colleagues, etc.) The following table highlights a typical graphic rating scale: (1) Quality of Work Unsatisfactory Satisfactory Sometimes Consistently Superior (2) Dependability Requires Requires Very little No Constant Occasional Supervision Supervision Supervision follow-up
- 19. According to George S. Odiorne, MBO can be described as "a process whereby the superior and the immediate subordinate of an organisation jointly identify the common goals, define each individual's major areas of responsibility in terms of results expected of him and use these measures as guides for operating the unit and assessing the contribution of each of its members." MBO (Management by Objective or Joint Target Setting) In this method emphasis is laid on stating objectives for Key Result Areas (KRAs) in Quantifiable terms. For example, in case of Research and Development department, objective is stated in the following terms. i.e. to design a new product by 31st March, 2005. MBO is used as a performance appraisal technique, as it is easy to measure whether the stated objectives have been achieved or not.
- 20. In this method the employee's behaviour and performance dimensions are analysed and used for evaluating the performance of the employee. The HR department is involved in the process of preparing the BARS. Based on the Employee's performance and behaviour, employees are anchored in different slots of good, average and poor. The rater is required to give corresponding ratings to the employee. BARS (Behaviorally Anchored Rating Scale)
- 21. (c) Assessment Centres : This method is mainly used to evaluate executive and supervisory potential. Here employees are taken to a place away from work and a series of tests and exercises are administered. For example, assesses are asked to participate in; in-basket exercise, simulations, group exercise and role plays. Performance of the employee is evaluated in each of these tests and feedback is provided to the ratee, in terms of strengths and weaknesses.
- 22. 22 (d) 360o Appraisal Method : Where multiple raters are involved in evaluating performance, the technique is called 360-degree appraisal. The 360-degree technique is understood as systematic collection of performance data on an individual or a, group derived from a number of stakeholders—the stakeholders being the immediate, team members customers peers and self. In this method an employee's performance is evaluated by his supervisor, subordinates, peers and customers (or an outside expert). All these appraisers provide information or feedback by completing a questionnaire designed for this purpose.
- 23. The 360-degree degree appraisal provides a broader perspective about an employee’s performance. In addition, the technique facilitates greater self- development of the employee. It enables an employee to compare his evaluation about self with perceptions of others. Though this method was developed to bring about a degree of objectivity, it still suffers from subjectivity.
- 24. 24 (e) Cost Accounting Method : This method evaluates an employee's performance in relation to the contribution of an employee in monetary terms. Here the rater evaluates the employee in terms of cost of retaining the employee and the benefits the organisation derives from him/her. The following factors are taken into account in this method : (1) Cost of training the employee. (2) Quality of product or service rendered. (3) Accidents, damages, errors, spoilage, wastages, etc. (4) The time spent in appraising the employee.
- 25. Limitations of Performance Appraisal Personal Bias Halo Effect Horn Effect Lack of Uniform Standards. Appropriate Appraisal Technique Wrong Appraisal by Superiors stress on Individual and not on Performance Central Tendency Lack of Importance to Self-Development : Lack of Communication and Participation with Employees : Time-Consuming and Huge Paperwork.
Editor's Notes
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